Based on the research conducted by Perkbox, stress in the UK workplace has risen dramatically in the last two years to a staggering 79% who describe feeling stressed at work and remains a key factor in poor mental health, increased time off work and a reduction in productivity levels. 
 
The report summarises with recommendations to employers to initially identify the triggers for stress and then build a culture that creates a happier and healthier environment. It has identified employers that have made those changes and are seeing the benefits within their businesses. 
 
The natural escalation of stress leads to what is known widely as burnout. 

What does burnout look like? 

Take a look at the World Health Organisations definition here 
 
The last year has tested most companies’ resilience to the limit, either those who have been so busy they have struggled to cope, or on the other side of the spectrum, companies that are fighting for their survival, leaning on the government for support, furloughing teams due to lack of work or an inability to work, redundancies and restructuring, all contributing to acute levels of organisational stress and eventually burnout. 
 
Managing a team with burnout is like trying to do a marathon with a bad case of the flu, and now more than ever as we begin to get back to some kind or normality, having a motivated, healthy, engaged team is critical. 

Finding your way through burnout and creating a resiliency plan 

There is an excellent Burnout Recovery Plan in this link included within the Perkbox Work Place survey, which gives a detailed plan of how to work your way out of burnout. 
 
More importantly they give a clear Burnout Prevention Guide, this highlights 6 areas to focus on as part of your people management strategy. 
• Have clear achievable objectives 
• Have a culture which encourages dialogue and open discussion 
• Work across teams to keep communication free flowing 
• Involve the team in the decision-making processes 
• Check and recheck understanding throughout the journey 
• Make it OK to ask and to say when it’s getting too much 
 
To achieve this, you need a resilient leadership, let me give you an example of what that looks like and the sort of language used in all their communications. 

Where are the resilient leaders during lockdown? 

James Timpson is what I would describe as a Resilient Leader. Demonstrating the qualities needed to adapt, drive change whilst keeping his teams at the centre of his business. 
 
James Timpson, OBE DL took over in 2002 as CEO and runs the family business, originally launched in 1870 by William Timpson, 
Pioneered recruitment of ex-offenders now employing over 600 prison leavers who represent 10% of the work-force, he is also Chair of the Prison Reform Trust. 
 
He follows in the footsteps of his father Sir John Timpson, who created the Upside-Down model of management. 
 
This tweet from James gave such a clear insight into their business model 
 
If you are interested in reading the full report from Perkbox follow this link 
 
And to find out more about our resilience workshop CLICK HERE 
Share this post:

Leave a comment: 

Our site uses cookies. For more information, see our cookie policy. Accept cookies and close
Reject cookies Manage settings